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Question 1: Management consulting firms did very well on a per-employee basis, partly because they are mostly comprised of managers (as opposed to blue-collar or entry-level workers). How big a factor do you think composition of the workforce is in the likelihood of producing a CEO? The management consulting firms mostly comprised of managers, this is very favourable for producing a CEO. Managers generally with corresponding authority and responsibility, have certain management ability is engaged in the real management activity of the person or people. Managers and management skills in the organization management activities play a decisive role. Compare with leaders, managers are mainly deal with complexity, while leaders just respond to change. A large number of excellent managers will be able to make specific plans for the company, build efficient organization structure, and supervise the daily operation of the organization. It is also as a guarantee that Leaders can continue to challenge the conventional, vision of the future is put forward, and motivate members to implement the vision. Question 2: Do you think so-called leadership factories are also better places for non-leaders to work? Why or why not? I think so-called leadership factories are also better places for non-leaders to work. Whatever charismatic leaders or transformational leaders, they will have an impact on non-leaders. Charismatic leaders will through the personal charm, make subordinate show higher job performance, job adaptation and adaptability to leadership and group. In addition, transformational leaders will more creative, and encourage their subordinates also become more creative. Therefore, the non-leaders will get more knowledge and ability about how to become a leader. Question 3: Assume that you had job offers from two companies that differed only in how often they produced CEOs. Would this difference affect your decision? This difference would affect my decision. The fact that a...

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...development: perk or priority?
(Harvard Business Review CaseStudy)
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Leadership development: perk or priority?
(Harvard Business Review CaseStudy)
Group Members:
Aarti Sharma
Arjun Kumar
Pallav Goel
Sakshi Dixit
Vipul Aggarwal
Vishal Chaudhary
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Group Members:
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Sakshi Dixit
Vipul Aggarwal
Vishal Chaudhary
Yamini Arora
S.No. | Description | Page No. |
1. | Analysis of the problems with the case using OB theories and concepts | |
2. | How should Barton make her case for executive education? | |
3. | Reflection upon our experiences of working in a group | |
4. | References | |
CONTENTS TABLE
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Synopsis of the Case
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...How to Analyze a CaseStudy
Hands-on Guide: How to Analyze a CaseStudy
A casestudy analysis must not merely summarize the case. It should identify key issues and problems, outline and assess alternative courses of action, and draw appropriate conclusions. The casestudy analysis can be broken down into the following steps:
1. Identify the most important facts surrounding the case.
2. Identify the key issue or issues.
3. Specify alternative courses of action.
4. Evaluate each course of action.
5. Recommend the best course of action.
Let's look at what each step involves.
1. Identify the most important facts surrounding the case.
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CaseStudy : 2.2 Pushing Paper Can Be Fun
Q 1: What Performance problems is the captain trying to correct?
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CaseStudy Paper
Hiring a Diverse Staff
Southwest State University is hiring new Resident Assistants (RA). Southwest State University is a small public baccalaureate university of approximately 2,500 students. Second year hall director Marcus is serving his first year on the Resident Assistant Selection committee. The school holds twenty positions and currently has seven available. Cheryl is the head of the RA Selection committee and she is the Assistant Director of Residence Life. The committee will interview nineteen students and rank them from “best” to “not ready” for the position. In the ranking process, Cheryl asked them to take note of candidates’ race and ethnicity based on observable features and/or names. Out of the nineteen students, five were identified as students of color. Through the ranking system only two of the five identified students made the top of the list. Cheryl told the committee that they were going to offer the five students of ethnic background the positions and to look for a few more applicants. Marcus, the new member of the committee, was confused as to why they were being offered the positions when there were reservations with three of the students and there was never a discussion about offering them a position. (Hamrick & Benjamin, 2009)
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